Victims of discrimination can often refer to discrimination inflicted on others to help prove their own claim of discrimination. Courts have recognized that plaintiffs can show intentional discrimination in a "variety of ways" including but not limited to proof "that there has been a general attitude of discrimination throughout the employment climate," statistical showings that "minorities are infrequently or never hired," and "objective and subjective standards" showing better qualifications of a passed over candidate. The key, courts have emphasized, is that trial judges should not cripple a plaintiff's ability to prove his or her case by "evidentiary rulings that keep out probative evidence because of crabbed notions of relevance or excessive mistrust of juries."